Adjustment

Adjustment measures how quickly your manager changes the framework when the context makes the initial plan less suitable: keep the framework while it remains viable and secure changes before evolving it, or quickly revise priorities, method or organisation. Research on how change is perceived shows what this speed costs and brings: frequent change goes with more uncertainty and lower satisfaction, and planned change reduces that uncertainty [1]. The axis measures the pace at which your manager adjusts, not the soundness of each adjustment. It is the only axis compared in reverse: a manager who adjusts quickly matches a person whose need for stability is low.

The axis appears when priorities change, an emergency occurs, a new constraint arises, a delay develops or the market evolves. It is felt most when adjustments follow one another before the previous one has been absorbed, or conversely when a plan that no longer fits is kept too long. Frequency weighs as much as scale: research on change links the number of changes experienced to uncertainty and intentions to leave [1]. The gap with your own preference is read on Stability, after reversing the scale: the two axes run in opposite directions and the calculation puts them the same way round before comparing them. Scientific scope: the cited studies examine workplace behaviours, conditions or outcomes. They do not directly validate this preference scale or an individual PIMPmyBOSS compatibility score.

The score describes a situated preference or a perceived behaviour. It is neither a personality diagnosis, a norm nor a verdict on professional quality.